Selected work
1. Retention strategy for a frontline workforce
Context: Early turnover among frontline staff across a large multi-site organization.
Approach: Built a 60-day new-hire retention program, targeted plans for high-turnover departments and critical roles, and a dedicated Retention Coach function.
Key decision: Concentrate effort on new hires' first months and on the departments losing the most people.
Result: 60-day new-hire retention rose from 68% to 84%, and turnover in targeted departments fell 62%.
2. Stay and exit intelligence
Context: Leaders relied on ad hoc reports to understand why people left.
Approach: Built a stay and exit survey system with departure reasons grouped into risk categories. Now designing a predictive attrition model that flags at-risk employees in their first 90 days, and a Workforce Insights Dashboard for quarterly executive briefings.
Key decision: Treat exit data as an early-warning system, not a record of who left.
Result: The data identified management quality as a top turnover driver, which led to a new Manager Effectiveness Program.
3. Recognition as a year-round retention strategy
Context: Recognition centered on a few annual events.
Approach: Launched a peer and leader recognition platform, paired with milestone and peer-nominated awards. Directs the recognition portfolio, including Heroes Among Us and Years of Service, with a cross-functional committee.
Key decision: Shift recognition from occasions to everyday habits.
Result: 89% recognition participation across the organization.
4. Turning safety data into fewer incidents
Context: Took on safety leadership while workers' comp claims and fleet incidents were driving insurance costs.
Approach: Analyzed claims year over year to isolate the top loss drivers (client aggression for workers' comp, backing incidents for fleet). Launched driver-behavior tracking with an immediate-action protocol, designed a Safety Survey on Edmondson's psychological-safety framework, and led a month-long Safety Campaign.
Key decision: Target the few loss drivers behind most claims rather than spreading effort evenly.
Result: Fleet incidents down 54%, workers' comp claims down 30%, insurance costs down 15%, and six consecutive months with zero fleet accidents.
5. Growth pathways for frontline staff
Context: Frontline staff had few visible routes to advance or develop.
Approach: Leads career ladders for frontline roles and an Executive Leadership Mentorship Program, expanded tuition assistance participation, and owns New Hire Orientation and a redesigned Employee Life Cycle Guide.
Key decision (draft): Make growth visible from day one, starting at orientation.
Result: Tuition assistance participation up 153%.